Buki Mosaku

Unconscious bias in the workplace must be addressed in the moment. Left unheeded, the detrimental compounding effects not only damage the victim, but perpetuate the problem for others and drastically reduce team productivity and effectiveness. When staff members have the right skills to navigate inevitable workplace bias, it removes tension, builds trust and cohesion, and drives high-performing winning teams.

When a staff member falls victim to a bias-related incident, utilizing the simple question, “I don’t understand?” provides a gateway for non-confrontational dialogue. The question isn’t accusatory, aggressive, or petulant, yet it cuts to the core of the problem and unearths the issue at hand. It gives the perpetrator the benefit of the doubt. Simultaneously, the victim asking the question can wield a level of control regardless of the perpetrator’s seniority. Because the line of enquiry is developmental, non-accusatory, dispassionate, and impartial, it allows the unconscious bias infraction to be discussed and resolved collaboratively.

Buki Mosaku draws on personal experience, along with situations from clients’ workplaces, to illustrate why his “I Don’t Understand?” method offers an effective solution.

Tune in to hear Buki’s answers to questions such as:

• You talk of career-stifling unconscious bias in the workplace. Can you explain?
• So let me get this straight, you talk of the importance of navigating bias in the workplace, as opposed to what?
• An overarching message and theme in the book is that strategies for tackling workplace bias, based on unidirectional views of the problem, are creating a diversity and Exclusion nightmare! Can you unpack that?
• Can you explain the multidirectional nature of unconscious workplace bias?
• You talk of organisations and people in general, needing to unsubscribe from the ‘Guilty Perpetrator versus Hapless Victim’ Model if they want to effectively navigate bias. Please explain.
• Why “I don’t understand?..”- that’s an interesting title for a book.
• People / listeners may be thinking ok, so the next time I sense career-stifling bias what do I do? Can you leave them with something / some tips?
• And much, much more!